Effective team management requires you to determine the KPIs. You need to find a way of measuring people’s performance. How can you do that? There are simple ways to do this, such as: Counting the number of tasks a team member completes in a week
The average time it takes to complete a medium-sized project.
But are these indicators really indicative of team management effectiveness? These indicators are not necessarily accurate. They will give you hard numbers (numbers of completed tasks, emails exchanged, and feedbacks received), but the exact KPIs for effective team management should be based on something less tangible. Bernard Marr, author of Key performance indicators (KPI), outlines 75 measures that every manager should know to determine these KPIs.
Team engagement
How do others perceive each other?
How employees identify with the company
If these numbers are satisfactory, then you are well on the way to team management success. “Happy employees are linked to happy customers. Happy customers lead to happy customers. Profit is linked to happy employees.” Bernard MarrBe Smart About Your Objectives & KPIs
First, evaluate the relevance of the KPI you are using to measure progress towards a specific objective. The objective should be specific, measurable and attainable. It should also be relevant, specific, timely, and specific.
Can I measure progress towards the objective?
Are my goals realistic?
Is the objective relevant for our organization?
Is there a time limit for achieving the goal?
If your objectives are SMART then it is time to establish the KPI by answering another set of questions. What is your desired outcome? Eg. We want to increase our team efficiency by 20%
What is the significance of this outcome? Eg. It will allow us to take on additional projects each year.
How will you measure progress? Eg. We will measure progress by determining the time required for each project.
How can you influence the outcome of the election? Eg. We can optimize the work of our team and provide better equipment.
Who is responsible for the business’s success? Eg. The team leader will assume the responsibility.
How will you know if you have achieved your goal? Eg. Between January and October, four major projects will be completed.
How often will you check progress towards the goal? Eg. We will be reviewing our progress every month.
Once you have established the KPIs, evaluate them and keep reevaluating them all the way. It may be that your team managed not just four but five major projects in ten months. You can reevaluate the KPI to determine if you have set the bar too low or if there was another factor that contributed to their success. However, measuring employee engagement is a completely different ballgame. KPIs such as “employee engagement”, or “employee happiness” sound great, but they are difficult to distill down to one numerical value. Managers had to come up with a way to measure KPIs such as “employee engagement” or “employee satisfaction”.
Most companies don’t know how they can measure performance effectively, even though people are the driving force behind every company. Most of the time, businesses will use oversimplified metrics (like the days of training or absenteeism) to determine if their employees are performing well while disregarding the most critical KPIs in a people-run company: people happiness, engagement, and productivity.According to Marr, you have to measure several things to determine a team’s performance:Employee Satisfaction IndexEmployee Satisfaction Index (ESI) answers the question: “To what extent are employees happy on their job?”So, if you want to find out how your team feels about their managers or development opportu
